Original Text
An important part of management is the making of rules. As a means of regulating the functioning of an organisation so that most routine matters are resolved without referring each issue to the manager they are an essential contribution to efficiency. The mere presence of carefully considered rules has the double-edged advantage of enabling workers to know how far they can go, what is expected of them and what channels of action to adopt on the one side, and, on the other, of preventing the management from the behaving in a capricious manner. The body of rules fixed by the company for itself acts as its constitution, which is binding both on employees and employers, however, it must be remembered that rules are made for people, not
people for rules. If conditions and needs change rules ought to change with them. Nothing is sadder than the mindless application of rules which are out-date and irrelevant. An organisation suffers from mediocrity if it is too rule-bound. People working in will do the minimum possible.It is called “working to rule or just doing enough to ensure that rules are not broken. But this really represents the lowest level of the employer/employee relationship and an organisation afflicted by this is in an unhappy condition indeed. Another important point in rule-making is to ensure that they are rules which can be followed. Some rules are so absurd that although everyone pays lip-service to them, no one really bothers to follow them. Often the management knows this but can do nothing about it. The danger of this is, if a level of disrespect for one rule is created this might lead to an attitude of disrespect for all rules. One should take it for granted that nobody likes rules, nobody wants to be restricted by them, and, given a chance, riots people will try and break them. Rules which cannot be followed are not only pointless, they are actually damaging to the structure of the organization.

Precis

Rules in any organisation act as a constitution, to which workers can refer, to resolve several issues for a smooth functioning of organisation. They prescribe dos and don'ts for the workers. As rules are made for the people, they can be modified depending on situation. An organisation with rigid set of rules would relegate affecting the workers' performance. It will reflect an unsatisfactory environment and a weak employer/employee relationship.Observable rules should be formulated.An insignificant rule leads to violation, which further leads to disrespect of all the rules by not following them. This weakens the organisational structure.

TITLE: RULES: A BACKBONE OF AN ORGANIZATION

seniors are so callous that they have stopped paying heed to what we want o know. Yesterday, I humbly requested seniors to check my precis. I din't get a single word from them. The other day, I posted a query regarding M Phil but no response I know i have invited much of criticism by writing this post but I had no other way to ask them to respond.

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Time is a great healer.

I laughed: then, I smiled and said What a Word CALLOUS!.

Your cry and criticism are really appreciable. It is a good move, I can see how you fight for your rights. TING TONG

Regards,

You know it is Ramadan so sleeping time. And most people are busy in preparation of CSS-2014 so that's why seniors are not replying quickly so you should wait and be positive towards them

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“You only live once, but if you do it right, once is enough.”

Thank you brother. BUT you know what, no one has still appraised my precis. I reckon, my endeavors have gone to dogs

but i appreciate a response to this post by a senior member

Tajmeer, let's see how much time do they take to come out of their slumber. I am waiting for that too

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Time is a great healer.